Videndum’s clear strategy, organisational structure and entrepreneurial culture allows us to adapt to changing markets, constantly innovating to make our products the best in the world.
Our people are key to Videndum. Their attitude and abilities, experience and market knowledge, talent and commitment create a culture that supports product excellence, creativity and integrity.
We work across the Group to ensure that we have consistent policies and processes in place to acquire, engage and retain our best talent. We are a responsible business, focusing on supporting the communities we operate in and further reducing our impact on the environment.
Throughout the pandemic, our priority has been to protect the health and wellbeing of our people and to ensure a safe working environment so our operations can continue. We have comprehensive operating guidelines and internal communication plans to inform, reassure and retain the trust of our employees, and we work with our manufacturing teams to ensure stringent health and safety protocols.
Development, succession and retention
Our employees are critical to our success. Passionate, engaged and skilled employees in safe working environments positively contribute to our strategy, performance and reputation.
We work across the Group to monitor and improve areas that are important to our people, ensuring that we have consistent policies and processes in place to acquire, engage and retain our best talent. Initiatives focus on wellbeing, working environment, diversity, employee benefits and training.
We have comprehensive benefits packages to support and retain talent, and remain competitive globally. Participation in our Company Sharesave scheme is excellent and demonstrates close alignment between our employees and shareholders.
We continue to improve the working environment for our employees, creating modern spaces with upgraded technology and communication systems that enable collaboration and efficiency.
Learning and development is encouraged in line with personal development plans, annual performance appraisals and organisational need. Reviews of senior employees include succession planning matrices to understand the organisation’s capacity and capability for achieving its strategic plans. We encourage inter-company recruitment between Divisions, including the Group Head Office. Senior management communicate with employees on a regular basis, keeping them informed of strategy and business performance at a Group, Divisional and regional level.
Diversity and inclusion
We strive to employ a diverse workforce and foster an equal opportunities culture. Our approach to diversity follows a strict policy of sourcing the best person for the role irrespective of race, gender, age, religion, sexual preference, or disability. Our Code of Conduct sets out an express prohibition on discrimination of any kind.
We have developed a new D&I strategy with targets and action plans tailored to address our industry and actively recruit more female employees. Over the next five years, we aim to increase the number of female employees across the Group to improve the Group’s overall gender diversity from 70% men, 30% women. At a senior leadership level, we expect the ratio of women to be at least 30%. However, post-pandemic the labour market is increasingly competitive in several of our key locations and our focus is on recruiting the right person for each role.
Flexible working policies are in place across our three Divisions and are open to all employees.
Applications for employment by disabled persons are always fully considered, bearing in mind the respective aptitudes and abilities of the applicant concerned. If employees become disabled, all reasonable effort is made to ensure that their employment within the Group continues. The training, career development and promotion of disabled persons should be, as far as possible, identical to that of all other employees.